Validity

• Validity - The degree two which inferences from scores on tests or assessments are justified by the evidence
• 1. Content Validity – the extent to which test items sample the content they are supposed to measure
• 2. Criterion Validity – the extent to which a test score is related to some measure of job performance
• 2.a) Concurrent Validity – a test is given to a group of employees who are already on the job
• 2.a) Predictive Validity – the test is administered to a group of job applicants who are going to be hired
• 2.a) Validity Generalization – the extent to which a test is found valid for a job in one location is valid for the same job in a different location
• 3. Construct Validity – the extent tow which a test actually measures the construct that purports to measure
• 3.a) Construct Validity is the most theoretical
• 3.a) Known - group validity – a test is given to two groups of people who are known to be different on the trait in question
• 4. Face Validity – the extent to which a test appears to be job related
• 4.a) Barnum Statements – statements are so general that they can be true of almost everyone
• 4.a) Seventeenth Mental Measurement Yearbook – the most common source of test information and contains information about thousands of different psychological tests as well as reviews by test experts
• 4.a) Computer - Adaptive testing – common computer testing